Rendezvous with S.V. Nathan on HR Challenges, Trends and Priorities for Year 2025
Currently, S V Nathan is a Co-Founder and Chairman of Visara Human Capital Consulting, and earlier, he was a Partner and Chief People Officer at Deloitte India.
S.V. Nathan brings over three decades of rich experience in HR management, spanning diverse industries such as Manufacturing, Hospitality, IT, Telecom, and Professional Services.
Renowned as a respected voice in the HR profession in India, Nathan is a sought-after speaker at numerous national and global forums on contemporary HR topics.
His accomplishments include being honored with the ‘Distinguished Alumnus Award’ by XLRI, his alma mater.
He was also recognized as one of the top 25 thought leaders in the digital space by SAP and has been acknowledged as one of the top Power Profiles in HR by LinkedIn and Twitter.
Q- What are the Challenges and Priorities for HR Leaders in Year 2025?
In 2025, HR leaders face numerous challenges and priorities. One significant trend is the rise of Automation and AI, which requires HR professionals to understand and leverage these technologies effectively. This shift is crucial for defining the future of human resources.
Another key focus is on employee experience, encompassing the entire lifecycle from recruitment to exit. HR leaders must ensure that workplaces are attractive before a potential employee joins, and maintain a positive experience throughout their tenure. This focus includes recognizing the value of former employees as potential boomerang employees or ambassadors for the company.
Hybrid work continues to pose challenges. While technology and policies are in place, there’s still a need to align organizational expectations with those of employees. This evolving work model demands understanding how people interact and collaborate in a hybrid environment.
Skills as a currency remain a critical concept. With technology skills rapidly obsolescent, continuous reskilling and upskilling are essential. The half-life of technology skills is about four years, emphasizing the importance of sustainability and Environmental, Social, and Governance (ESG) considerations.
Looking at HR Challenges in 2025, Balancing AI adoption with human workers is a pressing challenge. There is a need to address fears of job displacement and shift the narrative towards the opportunities AI presents. This balance is vital for maintaining workforce morale and productivity.
Learning is another focus area. The nature of jobs is becoming more specialized, requiring targeted skill development. HR leaders must facilitate both extensive learning programs and microlearning opportunities to accommodate shorter attention spans.
In summary, the priorities for HR leaders in 2025 include leveraging AI and automation, enhancing employee experience, navigating hybrid work challenges, focusing on continuous skill development, balancing AI with human workforces, and fostering a culture of continuous learning. Building trust and respect within the organization is essential for effective HR leadership.
Q- With the Advancement of Technology in HR, How Do We Maintain Human Connect in 2025?
Organizations are living entities driven by the humans within them. Maintaining a human-centric approach amidst advancing technology is crucial. Building a culture of empathy, understanding employee needs, and leveraging technology effectively is key.
Hybrid work challenges us to build relationships even when remote. In-person interactions allow us to gauge engagement through body language and eye contact, which is harder in virtual settings.
Communication relies heavily on non-verbal cues, and while technology enables remote work, it often lacks this human touch. Encouraging camera use in virtual meetings, fostering active listening, and including everyone in conversations are essential to maintaining engagement.
Empathy becomes even more important in a hybrid environment. Managers must be observant and sensitive to employees’ needs, ensuring no one feels excluded. By embracing soft skills and fostering a human connection, we can navigate the evolving workplace while retaining our humanity.
Q- How Can Leaders Tackle the Challenge of Upskilling Workforce in 2025?
Encouraging employees to own their careers requires creating a conducive learning environment. Leaders should demonstrate a commitment to learning, and inspiring their teams by investing time and effort in their development. Communication is key; leaders must keep employees informed about organizational and global trends, and highlight the skills needed for future success.
Providing the right opportunities and infrastructure for learning is essential. Organizations should offer diverse learning programs and share success stories to motivate employees. Simplifying and demystifying new technologies can reduce fear and encourage adoption.
Innovative approaches, like using commute time for microlearning, can be effective. Gamifying learning and recognizing achievements, such as leaderboards, can make the process engaging and rewarding.
Ultimately, a mix of innovation, communication, support, and recognition can create a thriving learning culture, ensuring the workforce is equipped to meet the demands of 2025.
Q- How Can Organizations Easily Adapt to Evolving Hybrid Work Models?
To build a culture of learning in evolving hybrid work models, organizations must create habits through consistent practice and innovation. Effective communication is key, considering the diverse motivations of digital natives, Gen X, Gen Y, Millennials, and Gen Z. Flexible strategies are essential to ensure meaning and purpose in every role.
An example illustrates this: factory workers were initially disengaged from a task until they understood it was to lay a pipe for water supply to their colony. The task gained meaning, boosting their energy and commitment. This underscores the importance of conveying the purpose behind tasks, making them relevant to employees.
Organizations should adopt innovative strategies to make learning meaningful, ensuring that the purpose of activities is clearly communicated. By creating an environment where learning is habitual and purpose-driven, employees are more likely to be invested and engaged in their roles, fostering a successful adaptation to hybrid work models.
Q- Is Role Mapping Essential for a Successful Transition to Hybrid Work?
Effectively transitioning to hybrid work requires clear role mapping. For customer-facing roles, work from home may not be feasible, while others can be done remotely. Communicating why some jobs can be remote and why others require in-person presence is crucial.
When people come together, there is a synergy that boosts collaboration and teamwork. Face-to-face interactions foster stronger connections and empathy, making it essential for employees to spend some time in the office. Collaboration is inherently a contact sport, requiring personal interactions for effective teamwork.
Empathy, understanding, and meaningful communication are vital in hybrid work models. Leaders need to convey the purpose behind hybrid work, making it relevant to employees. For instance, physical presence often fosters better collaboration, while remote work can still be valuable for certain tasks.
Policies should be flexible, and supported by digital solutions and training. Ultimately, a blend of in-person and remote work, driven by clear communication and understanding, ensures a successful hybrid work environment.
Q- How Can We Effectively Engage Gen Z and Millennials, Who Will Dominate the Workforce in 2025?
To engage Gen Z and Millennials, organizations must create an environment where learning and growth are prioritized. These generations seek workplaces where they can develop, feel safe, and be themselves. They value experiences over material investments and look for meaning in their work.
Leaders should focus on personalization, mentorship, and fostering a learning culture through job rotation and technology-based learning. Effective communication about the purpose of work is crucial.
By including multiple generations in meaningful projects and promoting diversity and inclusion, organizations can create a sense of belonging and engagement among their workforce.
Q- What Role Will HR Play in 2025 in Driving ESG Initiatives and Creating Value for All Stakeholders?
In 2025, HR will play a crucial role in driving ESG (Environmental, Social, and Governance) initiatives and creating value for all stakeholders by fostering inclusivity and leveraging talent from tier 2 and tier 3 cities. By focusing on agility, equity, and fair play, HR can ensure that the entire organization is skilled and prepared for future challenges.
Integrating diverse talent and providing meaningful contexts for employees will help build sustainable organizations. HR’s thoughtful approach to sustainability will bridge the present and future, ensuring that organizations thrive while contributing to the broader community.
Q- How do you see Mental Health as priority for HR leaders in today’s workplace?
In today’s fast-paced world, mental health is paramount. Employees face numerous distractions and pressures, often feeling the need to work on weekends due to implicit expectations. Leaders must understand the impact of their actions on employees’ mental wellness, fostering a balanced work environment.
Simple acts like timely communication and respect for personal time can significantly reduce stress. Organizations should encourage a culture of care, where leaders check in on their team’s well-being. Collective wellness, where the community supports each other, is crucial for maintaining a healthy, productive workforce.
Thanks, S V Nathan for Insights!
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